If you’re new to Stribe, there’s two things you need to know about us straight away:
What that means is we aren’t like most of the other survey platforms you’ve probably heard of (Google Forms, SurveyMonkey etc.) – we take anonymity incredibly seriously and it’s the foundation of everything we build.
With that in mind, we’d like to introduce you to one of our most popular tools – our anonymous messenger, and show you how to respond to anonymous employee feedback – in the quickest, safest, most effective way possible.
Responding to anonymous feedback with Stribe is simple and keeps everyone safe – it’s just like using an everyday email inbox, but employees are kept anonymous.
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An anonymous employee feedback tool is a channel (usually digital) that allows employees to share their thoughts, concerns and suggestions without revealing their identity.
At Stribe we have two forms of anonymous feedback tools – Messages and Surveys.
Workplace leaders need to care about anonymous feedback because it gives employees a safe space to be honest.
When people feel they can share their experiences authentically, you’ll get real insights into what’s working and what’s not. This helps you spot issues early and make meaningful improvements before small problems snowball into big headaches.
If you ignore the need for anonymous feedback, you risk missing out on valuable insights. Frustrations can go unheard, productivity may suffer, and talented employees might even head for the door.
Listening to honest feedback can make all the difference in building a happy, thriving workplace.
Just because you don't ask, doesn't mean people aren't voicing how they feel, but they'll likely be voicing it in different ways and sometimes even voting with their feet... 
We understand workplace leaders sometimes have concerns about how anonymous communication channels might lead to receiving feedback that isn’t constructive or helpful.
The solution here is to be super clear with your colleagues that feedback is teamwork – if they can provide insightful, actionable and clear feedback, you can implement the solutions they need.
Here’s how to encourage constructive feedback through anonymous channels:
Explain what kind of feedback is helpful (ideas for solutions, specific examples, methods that have worked before) and encourage employees to share their thoughts in a way that focuses on improvement.
Show employees that their voices are heard by sharing how their feedback leads to positive changes. When people see their input making a difference, they’re more likely to offer useful insights.
If anonymous comments are vague or purely venting, ask follow-up questions to dig deeper. This shows that you value the feedback and want to understand the root of the issue.
Remind your team members that all have the same goal – it’s about working together to build a better workplace.
Keeping the conversation solution-focused helps transform a feedback tool into a source of growth, rather than just a place for complaints.
The anonymous messenger feature gets used the most here. It’s so great because someone can message in when they want to speak up, without needing to wait for a survey. It’s really captured all those smaller pieces of feedback that can be forgotten about between surveys.
Sometimes it can be difficult responding to feedback, especially when the topic is emotional, tricky or taboo.
Let these tips guide you when framing your responses.
Even if you can’t act on it immediately, let employees know their feedback is valued and has been received. Acknowledgment can build trust and encourages ongoing conversations.
If the feedback raises complex issues, acknowledge the concerns and outline any steps you’re planning to address them. This shows empathy and that you’re taking the matter seriously, even if a full solution takes time.
Invite further feedback or clarification if needed. Let employees know they can always share more thoughts, which fosters an ongoing culture of open communication.
Avoid brushing off feedback just because it’s critical or uncomfortable. Negative comments often highlight areas that need the most attention and provide valuable insights for improvement.
Try to remember feedback is not a personal attack. It’s an opportunity for your organisation to do better, so avoid responding defensively or emotionally.
If a suggestion can’t be implemented, be honest about it – and explain why. Making promises you can’t keep will only erode trust and make employees less likely to share feedback in the future.
